Termination of employment Essays & Research Papers

Best Termination of employment Essays

  • Employment Termination - 1536 Words
    Running head: MORAL AND ETHICAL ISSUES OF TERMINATION Moral and Ethical Issues Involving Employment Terminations University of Phoenix MGT216 Moral and Ethical Issues Involving Employment Terminations When the decision is made to terminate an employee-employer relationship, the employer faces a far more daunting challenge than simply being able to terminate the employee, with or without due cause. Difficult steps must be taken to ensure that all precautions, legal and ethical, have...
    1,536 Words | 5 Pages
  • Employment Termination How to Avoid Leg
     Employment Termination: How to Avoid Legal Ramifications Tonya Walker Employment & Recruitment Emmanuel College Prof. Julie DeCosta October 15, 2014 Summary Termination is one of the most difficult tasks a manager or supervisor will have to perform. Managers & supervisors, or those responsible for the hiring and firing in an organization, need to have a good understanding of everything that is involved in an employee exiting the company. The decision to...
    1,860 Words | 6 Pages
  • Thai Labour Law on Employment Termination
    1. Laws applicable to Termination of Employment Advance Notice - Section 582 of CCC: "If the parties have not fixed the duration of the contract either party can terminate it by giving notice at or before any time of payment to take effect at the following time of payment. But no more than three-month notice need be given.  "The employer can, on giving such notice, immediately dispense with the services of the employee by paying him his remuneration up to the expiration of the notice"...
    772 Words | 3 Pages
  • Employment - 332 Words
    Wilson v Racher 1 Wilson v Racher Wilson v Racher Court Date decided Citations Court of Appeal 15 February 1974 [1974] ICR 428, [1974] IRLR 114 Judges sitting Edmund Davies LJ, Cairns LJ and James LJ Keywords Wrongful dismissal Wilson v Racher [1974] ICR 428 is a UK labour law case concerning constructive dismissal. It serves as an example of an employer being found to have wrongfully dismissed an employee, because of the employer's own bad behaviour. Edmund-Davies LJ also...
    332 Words | 2 Pages
  • All Termination of employment Essays

  • Compensation: Termination of Employment and Merit Pay Programs
    Strategic Compensations is a major component of the human resources system. There are many aspects within strategic compensation. The current literature in business strategy and human resource management has focused increasing attention on the need for a stronger link between management compensation and business strategy (Hufnagel). There are strategic and contextual factors within strategic compensation. Compensation represents both intrinsic and extrinsic rewards employees receive for...
    1,528 Words | 5 Pages
  • Termination Letter - 1118 Words
    Termination letter * Termination Letter is a type of letter written to end an employment, contract, agreement, lease, service and any matter which requires to be terminated. * Termination letters are types of business letters or official letters written in certain formats. Letters of termination are written for various situations as mentioned but the most common and obvious one’s are those which are related to employee termination. In fact, the mention of termination letter is...
    1,118 Words | 5 Pages
  • Hr and Termination - 2864 Words
    GRADE: 76% Nice discussion of how the company might work with the employee through progressive discipline, and of how just cause dismissal could be implemented at the end of this process. Constructive dismissal is not recommended due to the risks associated with it. Barnetson indicates (in the study guide) that employers can lawfully terminate employment in three ways: just cause, non-culpable dismissal, and mutual consent, therefore, it would have been better to discuss non-culpable dismissal...
    2,864 Words | 10 Pages
  • Termination of Agency - 632 Words
    11) Termination of agency | | | 1. | By agreement | | | | | | a. | On the basis that an agency relationship is created by agreement between the principal and the agent, such a relationship can also be brought to an end by mutual agreement between the parties, either in writing or orally. | | | b. | Termination by agreement may also occur if the agency relationship is terminated pursuant to the provisions of the agency agreement itself. The following situations may...
    632 Words | 4 Pages
  • Termination of Employee - 382 Words
    Termination of Employment Defined A number of expressions are commonly used to describe situations when employment is terminated. These include “let go,” “discharged,” “dismissed,” “fired” and “permanently laid off.” Termination of an Employee in the Philippines An equality of rights exists between employer and employee. While the employer cannot force the employee to work against his or her will, neither can the employee compel the employer to continue giving him or her work if there is a...
    382 Words | 2 Pages
  • termination process - 2287 Words
    toolbox INSIDER termination There is no pleasant way to terminate an employer/employee relationship. Many managers never learn the right approach, but it doesn’t have to be something that is completely tortuous for the supervisor or the employee. Termination has become a necessary part of business; however, an employer should remember to legally cover all their bases, so as not to encounter a lawsuit. A successful termination would end on a positive note, and still allow the...
    2,287 Words | 11 Pages
  • Termination and Discipline in the Workplace - 1226 Words
    Termination and Discipline in the Workplace MGT/216 . A manager’s job goes beyond supervising; in fact, managers have to make difficult decisions that can affect the company, employees and possibly the public depending on the situations. He or she takes an important role...
    1,226 Words | 4 Pages
  • Employment Laws - 2093 Words
    Employment Laws HSA 530 – Health Services Human Resource Management   As the Vice President of Human Resources at UnitedHealth Group, I face many challenges and concerns when it comes to equal treatment of all employees and keeping in compliance with equal employment laws. It is important that I be very knowledgeable in all of the laws and guidelines that affect my organization as I have the responsibility to provide leadership, compliance supervision, and provide advice on these laws...
    2,093 Words | 7 Pages
  • Contract of Employment - 1971 Words
    04-Feb-0 Contract of Employment: Civil code has ~3300 articles, contains all civil/general laws of Quebec. Contract[1] of Employment is a portion of the code. [2085] “what it’s all about.” An employee: Contractor: No direction and control,[2] contractor sets his own daily schedule, vacation schedule, provides his own tools (e.g. computer), is able to subcontract work. o e.g. lawyer: is hired as an agent/agency, does not direct/control • Important to specify between...
    1,971 Words | 9 Pages
  • Employment at Will Doctrine - 2060 Words
    Employment-at-Will Doctrine Assignment 2 Ebony Hill Course Name: LEG500 Date: February 9, 2015 Executive Summary As a recently-hired Chief Operating Officer (“COO”) in a midsize company preparing for an Initial Public Offering (“IPO”), I quickly discovered multiple personnel problems that require immediate attention. I have provided some recommendations on how to resolve these problems, in light of the employment-at-will doctrine and the current state of whistleblower laws. The...
    2,060 Words | 6 Pages
  • Employment-at-Will Doctrine - 1371 Words
    Employment-At-Will Doctrine Law and Ethics in the Business Environment The concept of employment-at-will holds that both employer and employee have the mutual right to terminate an employment relationship anytime for any reason and with or without advance notice to the other. Specifically, it holds that an organization employs an individual at its own will and can, therefore, terminate that employee at any time “for a good cause, for no cause, or even for cause morally wrong, without...
    1,371 Words | 4 Pages
  • State of the Art Termination - 751 Words
    Itayi Nyaundi Ethics 3P82 Ray Borland Case 1.2 A "state of the art" termination After reviewing bills process of termination day, i came to the conclusio of the way that he was terminated was ethical and moral manner to a certain extent. We will look at both of the aspects of of the termination and hopefully we will determine the best way that it would have happened. Firstly we see that the employees all had the idea that some will not make the cut and the fact that it had nothing...
    751 Words | 2 Pages
  • Independent Care Termination Strategies
     Independent Care Termination Strategies Paula Howell CJHS/420 5/25/2015 In case management, there is always a point of time where the case should be evaluated for termination. The case manager should make that determination properly based on the standards and rules of case closure. The guidelines are not always the same. They are determined by the type of case and the circumstance at hand. They are also determined by the settings of the case management and others who are a part of the...
    712 Words | 2 Pages
  • Termination of Agency by the Act of Parties
    QUESTION: Explain the ways of termination of agency by the act of the parties. Termination of Agency “By the act of the parties” By the act of the parties, there are 2 ways of termination of agency can be done. The first is the agency contract can be terminated by mutual revocation. Once they agreed to terminate the agency, the agent has no longer...
    834 Words | 2 Pages
  • Analytical Termination Memo - 339 Words
    MEMO TO: Amos T. Caldwell, President FROM: Haley Hageman, Alese Lavacchi, and Matt Richardson DATE: November 9, 2010 SUBJECT: RECOMMENDATION FOR TERMINATION OF BRAD C. TRIGG Mr. Caldwell, it is evident that the expense reports of Brad C. Trigg over the past three months have been an all time high. RECOMMENDATIONS Based on the data presented below, we recommend the following: 1. Brad C. Trigg’s employment should be reviewed for termination. 2....
    339 Words | 2 Pages
  • Employment Law Essay - 869 Words
    Ryan Plunkett Assingment 2 Treceno 1. On Friday March 16, 2012 14 workers of the Elizabeth R. Wellborn law firm in Deerfield Beach FL were fired for wearing the color orange to work. During the course of the work day the 14 employees were called into a conference room and told by management that they had interpreted the practice as some kind of a protest. One of the employees then responded by saying the group was wearing orange in order to promote that they were all together when they...
    869 Words | 3 Pages
  • Implications of Terminating Employment Contract
    Implications of terminating an employment Contract An employment contract is an informal (oral) or formal (written) legally binding agreement between an employer and an employee specifying the legal rights and obligations of each party. (Stone 2006 p.682) This essay will discuss the implications of having no written or no relevant employment contract for both the employer and the employee, it will also discuss the implications that can arise once employment has been terminated. Specifically,...
    1,909 Words | 6 Pages
  • Employment-at-will: employee Handbook
    Abstract Statistics reveal that approximately four out of every one hundred workers are fired or resign from their jobs each month, and an estimated one million workers are fired from their jobs each year (S.M. SACK 99). Many people who are fired are done so unlawfully. When a company terminates an employee unlawfully it can create astronomical financial burdens from lawsuits filed by these employees. In today's society employees have many rights and are protected by laws. Managers must...
    2,048 Words | 6 Pages
  • Employment Law Assignment - 4300 Words
    Contents Page Introduction 2 Explain the aims and objective of employment regulation 2 & 3 Describe the role played by the tribunal and courts system in enforcing employment law 3 Explain how cases are settled before and during legate procedures 4 Summary 4 Describe when and how a contract can be changed lawfully 5 Explain the main requirements of redundancy law 6 Explain the main requirements of the law Business Transfers 7 Summary 8 Identify the major requirements of Health and...
    4,300 Words | 16 Pages
  • Employment Law Midterm - 1230 Words
    Employment Law Midterm 1. DePeters, Co. is sued for sex discrimination on the grounds that too few women are hired because fewer women than men achieve passing scores on a required manual dexterity and physical strength test. DePeters, Co. offers in its defense that even though fewer women score high enough on the test, a greater percentage of the passing women are hired. The company maintains that, as a result, the percentage of women in the workforce mirrors the percentage of available...
    1,230 Words | 4 Pages
  • Employment Conflict Management - 2428 Words
    Running head: EMPLOYMENT CONFLICT MANAGEMENT Employment Conflict Management Conflict Management (MMPBL/540) Professor Louis Aliberti June 16, 2008 Employment Conflict Management As many companies within the United States are facing declines in sales due to companies not yielding a large return and the need for advanced technology to support customer demands. Major financial losses are crippling corporations and resulting in restructuring and obtaining advanced...
    2,428 Words | 7 Pages
  • Labour And Employment Law - 1819 Words
     1. What legislation (statutes) should you consider in evaluating the above scenario and why should you at least consider those statutes? Mention at least two statutes and why you believe they might be relevant to the fact scenario. (2 marks) Hint: the common law is not a statute. The legislations that should be considered when evaluating the above scenario are the Ontario Human Rights Code (OHRC), the Employment Standards Act (ESA) and the Occupational Health and Safety Act (OHSA). I...
    1,819 Words | 6 Pages
  • Employment Problems in the Us - 1355 Words
    Employment Problems In The U.S. Downsizing, restructuring, rightsizing, even a term as obscure as census readjustment has been used to describe the plague that has been affecting corporate America for years and has left many of its hardest working employees without work. In the year 2001 we had nearly 1.8 million jub cuts, that's almost three times as much as the year 2000(Matthew Benz). In the 1990's, one million managers of American corporations with salaries over $40,000 also lost...
    1,355 Words | 4 Pages
  • Pre-Employment Considerations - 905 Words
    Introduction In this assignment, I will examine four potential legal issues regarding the pre-employment considerations case. For each of the potential legal issues, I will define the terminologies, provide background information of the case and determine the likelihood that the issue could be successfully argued in court. I will then conclude the case with my recommendation. Obsolescence The first issue is whether the contract should be obsolete. Obsolescence occurs when the terms of...
    905 Words | 4 Pages
  • Types of employment contracts - 473 Words
    EMPLOYMENT CONTRACTS type of contract definition permanent contract An employee who has been hired and paid directly by that employer for a position without a predetermined time limit. contract with employer period benefits yes without time limit all from employer yes time limit: date rarely, in NL all except pension in some cases yes time limit: date, task, project, by law (maternity leave f.e.) rarely yes time limit rarely no, work...
    473 Words | 3 Pages
  • Employment Law Assignment - 3728 Words
    UNIVERSITY OF SALFORD, SALFORD BUSINESS SCHOOL, HRM& DEVElopment | EMPLOYMENT LAW ASSIGNMENT | EMPLOYMENT TRIBUNAL JUDGEMENT REPORT | | ELEONU, EKEOMA CHIEMEJOLAM, @00345028 | 2/22/2013 | A tribunal Judgement report on constructive and unfair dismissal, detriment as a result of whistle blowing/ protective disclosure, injury to feelings etc. | EMPLOYMENT LAW MODULE, LECTURER: JONATHAN LORD. TABLE OF CONTENT Cover page 0 Table of content 1...
    3,728 Words | 11 Pages
  • Employment and Human Resource Dilemma
    Week 2 Homework John Adkins Employment Law Question 1. What do you think are some of the factors in the modern workplace that contribute to a theft of time? How can those factors be managed? Two huge factors that have contributed to theft of time in the modern workplace would have to be the elimination of smoking in the workplace, and the creation of the internet. Although I am not a smoker, when smoking was allowed in the workplace, employees that smoked, were able to smoke at will,...
    838 Words | 3 Pages
  • Employment and L-3 Communications
    "Layoffs" A Persuasive Essay Rather than accept my failure after being laid off, I decided to continue with my education and keep positive while looking for a new job. Layoff is a termination of employment of an employee or a group of employees for business reasons, such as the decision that certain positions are no longer necessary. In most cases a company will buy other companies and they will no longer need double people for a position. So here's the scoop: I got let go. Harding Security and...
    896 Words | 3 Pages
  • Northeastern Mutual Life: Preparing for Employee Terminations
    Case Study: Northeastern Mutual Life: Preparing for Employee Terminations ------------------------------------------------- ------------------------------------------------- Introduction Northeastern Mutual Life, the major subsidiary of the Calgary Insurance Group, is one of the largest life insurance providers in Canada. Northeastern Mutual Life has more than three million individual and business customers in Canada. Among its nine thousand employees, Northeastern Mutual Life employs two...
    1,368 Words | 5 Pages
  • Haxby Practice vs Collen Employment
    Haxby Practice vs Collen Employment Human Resources has many duties and responsibilities when it comes to recruitment and selection of candidates. Human Resources (specialists or generalists) make the initial contact from setting up interviews, to either interviewing candidates themselves or sitting in on the process with the hiring team, to sending a final offer letter for the selected candidate to accept. Throughout this entire process, proof reading and checking of information before...
    399 Words | 2 Pages
  • Employment-At-Will Doctrine: Three Major Exceptions
    Employment-At-Will Doctrine Employment-At-Will Doctrine: three major exceptions From my research of this topic it is obvious that the United States is still the only industrialized nation that lacks a national wrongful dismissal statute. The reason for the lack of such is not of course the federal structure of the United States. In the United States, employees without a written employment contract generally can be fired for good cause, bad cause, or no cause at all;...
    827 Words | 3 Pages
  • Law - Wrongful Dismissal (Employment Law Canada)
    Employment Law-Wrongful Dismissal Sandy Baratta (former Oracle Vice President for Global Alliance) vs Oracle (software and Hardware Company).2000-San Fransisco. Sandy Baratta claimed to have been fired for her pregnancy and whistle blowing against co-workers. The pregnancy termination claim was based on some deprecating comments made to her by the Oracle Vice President about pregnant executives. Sandy claims she was fired just after she had made a report about Oracle software group lifting...
    1,915 Words | 5 Pages
  • The Termination of an Employee Is a Situation That Must Be Approached Using Facts and Tact. Proper Procedures Must Be Followed Up to the Termination to Avoid Mistakes That Could Incite Legal Consequences. Besides the
    The termination of an employee is a situation that must be approached using facts and tact. Proper procedures must be followed up to the termination to avoid mistakes that could incite legal consequences. Besides the legalities, termination can result in employee anger or confusion, but preparation can minimize misunderstandings. Employee termination is never pleasant, but following a checklist can help ensure that no procedural requirements are skipped. •Know the reason for an employee's...
    904 Words | 3 Pages
  • Michael Smyth vs. Pillsbury Company.
     STYLE: Michael Smyth vs. Pillsbury Company. COURT: United States District Court of Pennsylvania. CITATION: 914 F. Supp. 97; 1996 U.S. Dist. LEXIS 776; 131 Lab. Cas. (CCH) P58, 104; 11 I.E.R. Cas. (BNA) 585. ISSUE: Can an employer be accused of violating public policy, tortuously invading privacy and subsequently be estopped from firing or discharging an at will employee, if for the purpose of company’s interest, it monitor an employee’s email...
    336 Words | 1 Page
  • The Rump Organization - 1219 Words
    MEMORANDUM To: Dr. John J. Morris, Department of Accounting From: Group #1 (Matt Meenen, Bailey Ochs, Allison Olive, Marit Pavek) Date: 04/03/2014 Subject: Case 08-6, The Rump Organization Statement of Relevant Facts: The Rump Organization, a SEC registrant, is planning a corporate restructuring plan. On December 27, 2005 Ronald Rump, the CEO of the organization, along with the Board of Directors approved a plan to involuntarily terminate 100 of the organization’s employees. There is...
    1,219 Words | 4 Pages
  • The Keays Versus Honda Case
    Fact Summary: Kevin Keays had been employed with Honda Canada for 14 years when he was fired. During his employment, Keays was diagnosed with choric fatigue syndrome and was granted disability leave for about two years. After the two years Keays returned to work, however Honda became concerned when Keays was continuously absent. Honda requested Keays visit with the organizations occupational medicine specialist to further diagnose his condition. Keays refused to abide with Hondas request...
    273 Words | 1 Page
  • Dismissal Meeting - 1712 Words
    Running head: Dismissal Meeting Assignment # 2 – Dismissal Meeting Dr. Obi. Iwuanyanwu HRM 530 Strategic Human Resource Management February 17, 2014 Strayer University 1. Propose three ways that a manager can cope with any negative emotions that may accompany an employee layoff. Layoffs are tough for both the employee being laid off and the company for which he/she worked. The situation causes so much uncertainty amongst the remaining employees. The feeling...
    1,712 Words | 5 Pages
  • Webster Industries - 397 Words
    The Webster Industries Case suggests that the performance evaluation data and the methodsused to collect it had several problems. Analyze how the limitations of the PAS, personnel audit,and the impressions and opinions of the group members are likely to affect the Carter Teamsdecisions from the perspective of decision-making biases. In your analysis, cite specific problemswith the data or data collection methods and how they relate to the decision-making biases thatwe discussed in class. This...
    397 Words | 2 Pages
  • Re Organization LayoffWeek4TeamB - 657 Words
     Re-Organization and Layoff Ramon Underwood PHL/320 April 20th, 2015 Carolyn Harrison Re-Organization and Layoff Team Summary A termination or layoff period is never an easy process for an organization. One of the factors that companies struggle with the most is how to properly terminate or lay off employees. Most managers of organizations are not properly trained to handle these types of situations which can make them even more uncomfortable for both parties. It is important that...
    657 Words | 2 Pages
  • Northeast Data Company - 1729 Words
    A human resources case study about the issues that must be addressed with regards to the personnel retrenchment of a national data processing company Synthesis Northeast Data Resources Inc. (NDR) has been in a tumultuous situation as the business future projections have faltered. There have been a significant decline in the sales and revenues of the company and the various options available for recovery always came back to the drastic cuts in personnel and the employment of marketing...
    1,729 Words | 7 Pages
  • Re Organization And Layoff Discussion
     Re-organization and Layoff Discussion Denise Rico PHL/320 November 17, 2014 Lesley Pullium Re-organization and Layoff Discussion Layoffs are challenging for both the company and the employees involved. Companies should do everything they can to minimize the effects of layoffs if not avoid them altogether. Layoffs should only be a last result if there is no other possible solution in sight. When layoffs are the only answer, the company should handle them with the utmost respect and...
    402 Words | 2 Pages
  • Case Study: Circuit City
    Running head: Circuit City The Fall of Circuit City Abstract People costs are by far one of the largest expenses an employer carries. Organizations are always looking for ways to maximize their return on this investment and sometimes this results in making major changes to the current workforce. This paper examines the Circuit City case study found in the text, Compensation by Milkovich, Newman, and Gerhart (2011). Evaluation of the Facts: Circuit City Understanding Circuit...
    452 Words | 2 Pages
  • Laid Off Glass Worker
    The Issue In case 11, A Laid-Off Glass Worker, the Union has filed a grievance against the Company for allegedly violating the Labor Agreement in regards to Ronald Petrie. In this case after Mr. Petrie was laid off the remaining employees in the Glass Department worked overtime and temporary transfers were utilized in the department without calling Mr. Petrie back to his position. The overtime and use of temporary transfers went on for approximately three to four months. It is the Union’s...
    583 Words | 2 Pages
  • I learned my lesson
    Arthur Wayne was hired as assistant to the treasurer under Sara Bell in EcoCare. After five years, he had been terminated and had requested for immediate resignation. Although he will receive 6-months worth of salary or until he found new employment pay arrangement, Arthur Wayne feels the unjust treatment of the company given that he was performing well for the past years based on his performance rating. As much as Arthur Wayne is concerned, he had not violated any of the given...
    3,352 Words | 11 Pages
  • Labor Relation "Laid Off Glass Worker"
    Issues in the case Did the company violate the Labor Agreement by using Glass Department employees to work overtime and temporary transferring employees into the department to work when Mr. Ronald Petrie was laid off? Should the company have called Ronald Petrie back to work? The Glass Department consisted of five employees, on March 20, 1997 the company laid off Ronald Petrie leaving four employees to work the department. On April 3, 1997 an employee retired now leaving only three people to...
    665 Words | 2 Pages
  • You Decide, Week 5
     YOU DECIDE Mgmt. 597: Business Law CASE SUMMERY: Coleman is an employee for Software Inc.; Coleman was a member of the sales division that sold security equipment to businesses and bars. Coleman is traveling the majority for the time; he often spends three months in a row on the road. While on a sales trip to Colorado, in March of 2008, Coleman stole a ring for his wife. Then, Coleman met John at Jimmy’s...
    777 Words | 3 Pages
  • Declaration Form For Instructor Revise
    Annex A4 (Revised 28 Oct 2013) DECLARATION FORM FOR INSTRUCTOR Please answer the following questions by deleting “YES” or “NO” as appropriate. For any “YES” answers, please provide documentary evidence. 1. Have you ever suffered, or are suffering from any medical condition, illness, disease, mental illness or physical impairment that will render you unfit to provide the services required by the contract? *Yes/No 2. Have your services as a coach/instructor with any Government School,...
    504 Words | 3 Pages
  • Gardner vs. Loomis Armor Case Study
    CASE BRIEF 17.8 Gardner v Loomis Armored, Inc. 913 P.2d 377 (Wash. 1996) FACTS: Kevin Gardner (plaintiff) is a driver for Loomis Armored, Inc.(defendant), which supplies armored truck delivery services to numerous businesses that require secure transport of valuables. Loomis has adopted a policy for all drivers that their truck annot be left un attended. This policy is in the employee handbook and specifically states: Violations of this rule will be grounds for termination. During a...
    459 Words | 2 Pages
  • ENG1501 exam paper - 429 Words
    CONSTRUCTIVE DISMISSAL WHAT IS CONSTRUCTIVE DISMISSAL Constructive dismissal is where an employee resigns with or without a notice or leaves employment due to unfair pressure, unreasonable instruction or unbearable conduct on the part of the employer. Constructive dismissal is treated the same as other kinds of dismissals, and the employee is entitled to relief in terms of the LRA. WHEN DOES CONSTRUCTIVE DISMISSAL HAPPEN The LRA states that constructive dismissals are usually the...
    429 Words | 3 Pages
  • Ethics, Justice, and Fair Treatment in HR Management
     BOOK/ARTICLE TITLE: Human Resource Management Chapter (14): Ethics, Justice, and Fair Treatment in HR Management Author(s): Gary Dessler Publisher: Edinburgh Gate, Harlow, Essex CM20 2JE, England Date: 2011 ISBN#: 978-0-273-74815-1 1. Table of Contents: Preface i. Ethics and Fair Treatment at Work ii. What Determines Ethical Behavior at Work? iii. How Managers Use Personnel Methods To Promote Ethics and Fair Treatment? iv. Managing Employee Discipline and Privacy v. Managing...
    2,577 Words | 12 Pages
  • Massengill's Department Store - 327 Words
    CASE STUDY MASSENGILL’S DEPARTMENT STORE 1. The utilitarian approach seems to best describe Marv Heimlers turnaround strategy at Massengills. I think so because his decisions would result in the majority of employees keeping their jobs although a smaller amount would be laid off. This shows he is doing what’s best for the company and still seeks the interest of the greater number of people. To him, if he had not made the decisions he made, everyone would be out of a job. a)...
    327 Words | 1 Page
  • Re-Organization and Layoff: Issue and Problem Identification
     Re-organization and Layoff: Issue and Problem Identification Paper Learning Team D Critical Thinking and Decision Making- PHL/320 March 9, 2015 Todd Goodling Re-organization and Layoff: Issue and Problem Identification Paper Identify the problem The problem with the article Mismanaged layoffs can go “horribly wrong”. Majority of the company/organizations’ managers are not being prepared or trained in terminating of an employee regardless of the situation, for example, job being...
    255 Words | 1 Page
  • A Nurse Evaluation and Outcome - 969 Words
    Title: A Nurse Evaluation and Outcome at a Kaiser Permanente Hospital Andre Bagramyan California State University Northridge Abstract Through the participation in the clinical setting of the Woodland Hills Kaiser Permanente Intensive Care Unit the writer has been involved with the members of this unit to develop and assess the roles of a leader. The focus of this paper is to analyze the evaluation of a nurse on the unit and the outcomes form the meeting. At Kaiser Permanente of...
    969 Words | 3 Pages
  • human resouce management - 897 Words
    Case Study: Employee Discipline Handling an Employee's Termination 1. To confirm that the supervisor's claims are true, who will you contact? What questions will you ask? What precautions should you take to assure that your investigation is confidential and legally defensible? To confirm that the supervisor's claims are true, I would contact data processing to look at the sales data. I would want a record of Jeanette's sales, and also the department sales for comparison. I would also...
    897 Words | 3 Pages
  • Hr Analytics - 5976 Words
    ................................................................................................................. HR Metrics Standards & Glossary Published by the HR Metrics Service Version 6.4 /October 12, 2011 HR Metrics Standards and Glossary Introduction The following document contains a list of HR metrics, including formulas and descriptions. It has been arranged in a series of categories for ease of reference. The categories are as follows: • • • • • • • Compensation HR...
    5,976 Words | 23 Pages
  • Strategic Management of Human Resources in Health Care Admin
    Strategic Management of Human Resources Case studies Lloyd C. Evangelista HCA 340 Sonya Pedro Jan 09, 2012 Case study: The Case of the Complacent Employee, Sharon B. Buchbinder (2011).pgs 379-381retrieved on Jan 02 ,2012 This Case study involves a school counselor Bob Miller who feels overwhelmed with all the his busy work load and feels that the students and teachers love his work. Bob Miller is working long hours and staying late to tend to all the needs of the...
    753 Words | 5 Pages
  • Dismissal Meeting Paper - 1277 Words
     Dismissal Meeting Dr. J. Ford Human Resource Management 530 November 11, 2014 Dismissal Meeting The purpose for writing this paper is to describe and explain the steps involved in coordinating and heading a dismissal meeting for an employee layoff. The contents of this paper will include a proposal of ways that a manager can cope with any negative emotions that may accompany an employee layoff. There will also be mention of a step-by-step process used in conducting the meeting....
    1,277 Words | 5 Pages
  • 2 500 Case Summary
    Tullio Ossa Professor Goodwin SB 212 September 17, 2014 $2,500 Case Summary The ethical dilemma is whether the individual, who worked for the Asian Equity Sales Group at Global Investment Banking, should cash a $2,500 check he received or instead return it to Global Banking Investment. The individual who worked for the investment banking company received a $2,500 check from American Express for a recent business class ticket to Asia the bank had paid for. However he had cancelled the trip...
    708 Words | 2 Pages
  • Re - 1065 Words
     Re-Organization and Layoff: Solutions Paper Week 4, Team C Assignment PHL/320 Aug. 03, 2015 Oni Boston Re-Organization and Layoff: Solutions Paper Introduction A solution is a means of solving a problem or dealing with a difficult situation. (Dictionary). Identifying solutions for a business or company is imperative for its success. In week four team reading, Team C brought their ideas together and solutions for identified problem, mismanaged layoffs can go 'horribly wrong"...
    1,065 Words | 3 Pages
  • Academic Advisor - 1566 Words
    TABLE OF CONTENTS INTRODUCTION 2 ORGANIZATIONAL DOWNSIZING – A LITERATURE OVERVIEW 2 WHY DO COMPANIES DOWNSIZING? 2 STAGES OF DOWNSIZING 3 THE IMPACT OF DOWNSIZING PRACTICES ON THE PERFORMANCE 4 ALTERNATIVES TO LAYOFF 5 EARLY RETIREMENT 5 DOWNSIZING AND THE LEGAL ISSUES 6 REFERENCES: 6 INTRODUCTION Over the past decade, corporations have been under economic pressures for a long term. Consequently, some of them were eliminated from the local market, the survivors have...
    1,566 Words | 6 Pages
  • Separation Techniques- the Process of Discharging Employees
    Dana White Professor Sharon Bell IBA 540, 541, 543 31 January 2013 Separation Techniques- The Process of Discharging Employees The separation process is one that is very stressful to all parties involved. Because this process is one that, unfortunately, has to be done, it is very important that companies have a structured separation plan. The separation decision should not be held solely to the discretion of managers or supervisors. “Policies that can lead to employee separation should be...
    1,529 Words | 5 Pages
  • The Fhisr Exit Strategy - 634 Words
    [insert organisation name/logo] Staff Resignation and Termination Procedure 1. Overview of the Procedure This procedure is a guide for [insert organisation name] staff in managing the cessation of a staff member’s employment with the organisation. The employee exit procedure is followed to ensure both [insert organisation name] and the employee understand the reason for discontinuing employment, that no security breaches occur and to gain valuable feedback from the departing...
    634 Words | 4 Pages
  • Decision Making Evaluation Paper Final
     Re-organization and Layoff: Decision Making Evaluation Paper Christine Erickson, Loretta Campbell, Amie Evans, Candace Valek PHL/320 November 3, 2014 Richsarod Hudson Re-organization and Layoff: Decision Making Evaluation Paper All businesses at one time or another will have to deal with employee layoffs due to a re-organization or changes in the economy. Employee layoffs can have a damaging impact to the remaining employee and management staff. There are several solutions that can be...
    759 Words | 3 Pages
  • Legal Memorandum - 342 Words
    MEMORANDUM TO: Senior Partner FROM: Paralegal RE: Natalie Attire DATE: July 3, 2013 QUESTION PRESENTED Did Natalie Attire act in a professional manner when she got the full length tattoo on her arm, and was she rightfully terminated from her job because of the incident? BRIEF ANSWER Ms. Attire had asked another waitress at the establishment, when she should have went straight to her supervisor (Ms. Biddy Baker) and asked about getting a tattoo that would take up...
    342 Words | 2 Pages
  • Human Resources - 1403 Words
     Government Regulations: Task 1 Jodi Thurman,RN BSN WGU MBA Student Constructive Discharge The term constructive discharge is by definition when an employee feels they are forced to resign their job because the employer has made working conditions unbearable (Doyle,2013). In the circumstance presented, the employee felt compelled to resign because the work schedule was changed and would require him to work...
    1,403 Words | 5 Pages
  • Steps in Hrp - 398 Words
    Steps In Human Resource Planning HRP Process Post : Gaurav Akrani Date : 4/28/2011 02:36:00 PM IST No Comments Labels : Management HRP is done by the HRD manager. He is supported by the HRD department. He takes following Steps in the process of Human Resource Planning HRP. 1. Review of Organisation's Objectives The HRD Manager first studies the objectives of the organisation. Then he prepares a list of all the activities (jobs) that are required to achieve the objectives. He also does...
    398 Words | 2 Pages
  • Administrative Liability - 993 Words
    Office of the Ombudsman v. Uldarico P. Andutan (G.R. No. 164679, 27 July 2011) The Ombudsman argued – in both the present petition and in the petition it filed with the CA – that Andutan’s retirement from office does not render moot any administrative case, as long as he is charged with an offense he committed while in office. It is irrelevant, according to the Ombudsman, that Andutan had already resigned prior to the filing of the administrative case since the operative fact that determines...
    993 Words | 3 Pages
  • Business Law Term Paper
    McGurn v. Bell Microproducts Inc. 284 F.3d 86 (Massachusetts) ISSUE OF THE CASE Bell Microproducts, Inc. mailed to McGurn an offer of employment that stated that if McGurn were terminated without cause during the first 12 months of employment, he would receive a severance package of $120,000. McGurn crossed out 12 and replaced it with 24, and signed the contract. Bell did not acknowledge the change that had been made to the contract and hired the applicant. McGurn was terminated without...
    1,184 Words | 4 Pages
  • Appointment Letter - 648 Words
    Appointment Letter Date:26th February 2015 Kinga James 10 Oldfield Road Nw2 9EU Dear Kinga, We are pleased to offer you employment in the position of HR Officer, effective from 1st April 2015. This appointment is subject to the following terms and conditions: 1. BASE SALARY Your starting annual salary is £25 000. 2. PROBATION You are required to serve a probationary period of 12 weeks after which your service will be confirmed subject to satisfactory performance. The probationary period may be...
    648 Words | 3 Pages
  • The Implications of Downsizing for the Workforce, the Organizations, and the Society
    INTRODUCTION Downsizing Downsizing is described as a strategy that targets to increase business results by dropping the resources of a business, adjusting the organizational structure to the new strategy and environment. This tendency is observed in industrial and service zones (Littler, 1998; Gandolfi, 2007) and is present generally in the U.S., Europe, Asia (Morris, Cascio & Young, 1999; Dahl and Neshheim, 1998; Suarez, 2000). At this project I will explain the psychological and economical...
    1,962 Words | 6 Pages
  • Wittenburg V. American Express
    Wittenburg V. American Express Bonnie Wittenburg, the plaintiff in this case filed an age discrimination lawsuit against American Express Financial Advisors, Inc.’s (AEFA). AEFA filed a motion for summary judgment, the district court granted and the United States Court of Appeals, Eighth Circuit affirmed. Wittenburg started working at AEFA Equity Investment Department (EID) in November 1998 at the age of 46 (Walsh, 2011). According to the portfolio managers, Wittenburg provided outstanding...
    916 Words | 3 Pages
  • Getting Laid Off from a Job
    Getting laid off from a job Tonya Hunter-Martin comm 215 may 25, 2010 Dr. Williams Abstract Getting laid off from a job Losing a job is very stressful. This experience leads to depression, worthlessness, and frustration. Losing a job is disappointing and affects everyone in the household. If he or she has felt that a job was secure at any time; being removed or laid off could have come as a shock, and the feeling of humiliation and betrayal could be felt. These feelings...
    784 Words | 3 Pages
  • Ill-Fated Love at Centrex Electronics
    Case Study Review: Ill-Fated Love at Centrex Electronics 1. In the case it is stated the policy of CEC is “Employees performing jobs where they have access to sensitive or confidential information which could benefit competitors are prohibited from being married to or from having a romantic relationship with individuals employed by competing organizations” while the CEO stated “CEC employees are responsible for their own off-the-job behavior. We are concerned with an employee’s off-the-job...
    268 Words | 1 Page
  • Panasonic and Japan's Changing Culture
    Case #2; Panasonic and Japan’s Changing Culture 1. Some of the drivers of the cultural changes in the 1990’s with Panasonic were that Japan’s generation of workers, starting with the generation born in the 1960’s, did not wholly believe in being a “salaryman” and working for a company from when they start until when they retire. After many years, in the 1990’s Japan entered an economic slump that lasted the majority of the 1990’s. Only a few companies at first started to lay off employees...
    746 Words | 2 Pages
  • Sample Appointment Letter - 1054 Words
    LETTER OF APPOINTMENT --------------------------------- «First_Name» «Middle_Name» «Add1» «Add_2» «Phone»(:+ 91 (: «Email» Dear «First_Name» , With reference to your application and subsequent interview, we are pleased to offer you an appointment in this company on the following terms and conditions: 1. Our Value, System and Culture: As communicated to you during our discussions, we value competence, performance, discipline, and integrity above every thing else and...
    1,054 Words | 5 Pages
  • MGI 301 Exam 2 Study Guide
    Chapter 6: HR Decision Making in Organizations (a.k.a., Retention and Turnover) Study: Rightsizing -Methods for increasing employees (pros/cons) -Methods for decreasing employees (pros/cons), including justice perceptions with layoffs -Effects of downsizing/layoffs, alternatives Managing Terminations and Retention -Alternatives to termination -Progressive discipline system -Protection from termination (e.g., laws, contract, etc.) Managing Voluntary Turnover ...
    316 Words | 2 Pages
  • Resignation Letter - 261 Words
    The chairman Pantex Dress Ltd. Plot # A-21, BSCIC industrial estate, Fatullah Narayangonj. Subject: letter for resigning from the job. Dear Sir, I joined in our organization as a trainee merchandiser on 26th February, 2012 under merchandising department. It has been a privilege and great prospect for me to join a renowned firm like Pantex. I cordially thank you for employing me and also bringing me the chance to work in your organization. I took this job as a platform to learn about...
    261 Words | 2 Pages
  • How Companies Survive the Recession
    Introduction When the great recession emerged in late 2007, many companies had fallen into a financial demise. According to a U.S. Census Bureau study taken in 2011, over 200,000 small businesses closed during the 2008-2010 period. In addition, over 3 million jobs were gone (Shapiro). The highest recorded rate of unemployment was 9.7 percent nationwide. There are currently over 11.7 million unemployed people in the U.S. There were several industries that were seriously affected by the...
    1,185 Words | 4 Pages
  • Seinfeld in Workplace - 588 Words
    'Seinfeld In The Workplace' By, Manpreet Chadha 1. What are the ethical dilemmas involved in this case? According to me, the ethical dilemmas are whether it is sexual harassment when employees are sitting around talking and making jokes ? Till what extent are these jokes or comfort level allowed? Can discussing a racy Seinfeld episode be grounds for firing ? When exactly does a sexual reference or...
    588 Words | 2 Pages
  • Fasb Asc - 2595 Words
    NaviNow will pay $8 million to the four former owners of TrafficEye if revenues from the combined system exceed $100 million over the next 3 years. NaviNow estimates this contingent payment to have a probability adjusted present value of $4million. According to down said formula (http://www.ey.com/Global/assets.nsf/United%20Accounting/ATG_FRD_BB1616/$file/ATG_FRD_BB1616.pdf) the $8million is consideration transferred in the acquisition. B6.4.4.7 Factors involving a formula for determining...
    2,595 Words | 9 Pages
  • Jjggmm - 717 Words
    Case # 1. Due date Monday 1/28/2013 Read the case at the start of Chapter 8 in the text: 8.1 You’ve Got Mail…and You’re Fired! The Case of RadioShack The case write-up should be 2 – 3 pages using a standard 12 point font. The assignment should be attached as a word document and e-mailed to me (sandra.ryan@ttu.edu) by 9am on the due date. Anyone needing to hand in a hard copy may do so at the start of class. 1. What communication barriers did RadioShack likely experience as a result...
    717 Words | 2 Pages
  • Brac Bank Exit Procedure
    Brac Bank exit procedure: The following sections will display the policies of BRAC Bank Limited regarding its employees’ resignation and termination situations. This part will discuss about the policies and procedures for resignation or termination in situations when: * A regular employee wishes to resign * A probationary or temporary employee wishes to resign * When a regular employee is terminated * When a probationary or temporary employee is terminated Resignation of...
    309 Words | 1 Page
  • Ethics and Legal Environment - 434 Words
    Family Business Ethics and Legal Environment LS312 By Tammy Miller August 31, 2012 In the case of the Family Business, the stakeholders would be the owner, employees and customers. The interest in the stakeholders is to make sure that the jobs are successfully completed and that the work is done correctly. Also the interest in the company is that employees are making ethical decisions for the company without mistakes so they can make money as well and report any wrong doing. On the...
    434 Words | 2 Pages
  • Inject Plastics Case - 415 Words
    Inject Plastics Define the Problem: Is it the Inject Plastics’ best interest to terminate sales representative or not? Which of the 10 sales representatives should be terminated? Formulate Alternatives: Lay off / Terminate Sales Representatives |PRO |CONS | |Increase district’s income by 0.99% on commission from...
    415 Words | 3 Pages
  • Develop an Ethics Program - 2166 Words
    Objective 310.2.3-08: Develop an ethics program for a company. Created Company Name: Blue Moose Management Consultants Welcome to our team. We are dedicated to providing our employees a pleasant work atmosphere helps to ensure excellent customer service and protection to our clients through Blue Moose Management Consultants (BMMC) You have been selected from a pool of other candidates because we believe you have the right attitude for success. In addition, we feel you will add value to...
    2,166 Words | 7 Pages
  • You’ve Got Mail…and You’re Fired! the Case of Radioshack
    1. What communication barriers did RadioShack likely experience as a result of terminating employees via mass e-mail? Terminating employees via mass e-mail is one way communication. The employees cannot accept to get fired by only one e-mail. 2. What do you think RadioShack’s underlying motivation was in using this form of communication? Firing employee isn’t easy and it must be painful for the employee. However, through radioshack’s acting, they don’t want to argue with employee. 3. What...
    268 Words | 1 Page
  • Dismissal Meeting - 2365 Words
    Assignment #3 HRM 530 – Strategic Human Resources Management Dismissal Meeting 1. Propose three (3) ways that a manager can cope with any negative emotions that may accompany an employee layoff. When the economy — or a company’s business — goes south, the quickest way a company can chop its costs is by laying off its employees. It’s never popular and often companies will try other cost-cutting measures long before they have to cut workers, but if you’re among those who...
    2,365 Words | 7 Pages
  • Kaplan Pa 205 Week 9 Final Memo
    TO: Professor FROM: Chantay Stanley DATE: May 7, 2013 RE: Attired v. New Mexico Employment Security Board (2010) INTRODUCTION While working at Biddy’s, Ms. Attired got a tattoo, which was not covered by her uniform. Biddy Baker, her employer, did not approve of Ms. Attired’s tattoo and gave her the ultimatum to remove the tattoo or lose her job. Ms. Attired chose not to remove her tattoo and was fired. Ms. Attired was then disapproved for unemployment benefits because she was fired for...
    874 Words | 3 Pages
  • Wayne Beatty v. Canadian Mill Case Study
    Week 11 Case Summary : Wayne Beatty v. Canadian Mill, 2003 BCSC 1053 (CanLII) FACTS Mr. Wayne Beatty, the plaintiff brought a claim against his former employer Canadian Mill Services Association (CMSA), the defendant is suing for wrongful dismissal and contending he is eligible for increased damages due to the way the dismissal was handled. The damages include an additional 13 months’ notice and for the loss of a number of fringe benefits. CMSA is a non-profit forest industry...
    1,501 Words | 4 Pages
  • Hum-111 Opition 2
    Vicky Mitchell Hum-111 Option 2: Write a 350- to 700-word paper in which you identify a situation in your life, or in the life of someone you know, that is distressing to you. Examples of situations could include working for an unfair boss, having a fear of being laid off, considering ending an unhappy relationship, experiencing behavior problems with children, or being on academic probation. Use the following questions to develop your paper: Is this situation a problem or an issue?...
    824 Words | 3 Pages
  • Unfair Dismissal - 1408 Words
    1 .Identify and explain five reasons for dismissal that would be considered ‘fair’ according to current legal definitions . Misconduct : Employee have broken one or more of the terms of their employment, e.g.: Continually missing work , poor discipline , theft or dishonesty. Redundancy : This means there’s no more, or not enough work for employee. It might occur if: employer closes or restructures ,employer relocates ,employer needs fewer workers . Incapability : This means that employee...
    1,408 Words | 5 Pages
  • Legal Issues in Reduction of Workforce
     Legal Issues in Reduction of Workforce Memorandum DATE: October 11, 2005 TO: The COO of Newco Construction Company FROM: Team B, OD Consultants. SUBJECT: Legal Issues in Reduction of workforce. We would like to thank the management for giving us the opportunity to study the organization and make recommendation about the legal issues in reduction of workforce. It is usually seen that the order of layoff is based on the criteria of...
    1,220 Words | 4 Pages
  • Thank - 827 Words
    Group Case Study (B): Restaurant downsizing Sally Smith is a manager at the Butcher Block Restaurant. Due to her extensive background in the restaurant business, she has great influence on the executive management and often makes significant recommendations for changes that are supported. The restaurant was closed two months ago after a news release issued by the regional Health Department claimed that at least twenty people had become ill apparently with the listeriosis infection after eating...
    827 Words | 3 Pages
  • Legashi - 1126 Words
    Voluntary Resignation Resignation is defined as the voluntary act of an employee who finds himself in a situation where he believes that personal reasons cannot be sacrificed in favor of the exigency of the service and he has no other choice but to disassociate himself from his employment. (Virgen Shipping Corp. vs. Barraquio, G.R. No. 178127, April 16, 2009 citing Valdez vs. NLRC.) The key is that resignation must be a “voluntary act”, and that the employee must have knowingly and voluntarily...
    1,126 Words | 4 Pages
  • Human Resources - 348 Words
    Seinfeld and Sexual Harassment Human Resources Management Case 1 “Think it Over” Questions 1. No, I don’t think Mr. Mackenzie’s actions constituted of harassment. I don’t think this because I think he was innocently telling his coworker something that he saw on TV that he found to be humorous. I really think Ms. Best took the situation way too far. I feel that if the language really did bother her so much, she could have simply told him that although the skit in the show may have...
    348 Words | 1 Page
  • Case Study All In Day S Work
     University Of Balamand MOB-Managing Organizational behavior Case Study All in Day’s Work Presented to: Dr. Dora hajj najjar Presented by: Paulmarie yammine ID:A1111377 Date: 24/11/2014 1.The people-related problems or issues Ann Wood faced during the day include the resignations of two employees during the past 24...
    382 Words | 2 Pages

All Termination of employment Essays